This study investigates the conceptualization of employee commitment and turnover intention in the Nigerian public sector using a qualitative approach. Findings suggest that (i) employees expressed a lack of sense of ownership and attached meaning to commitment based on (selfhelp) benefit gained from their organization, and (ii) the lack of scrutiny and accountability in the public sector resulted in low employee turnover intention. The study is novel for developing a framework underscoring how context may affect the conceptualisation of employee commitment and turnover intention.
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